ORR’s Equality Information

January 2015 ORR’s Equality Information

Introduction and background

01. The Office of Rail Regulation (ORR) is committed to furthering the aims of the Equality Act 2010.

02. The public sector duty of the Equality Act 2010 consists of a general equality duty, which is set out in section 149 of the Equality Act 2010. In summary, those subject to the equality duty must, in the exercise of their functions, have due regard to the need to: a. Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act; b. Advance equality of opportunity between people who share a protected characteristic and those who do not; and c. Foster good relations between people who share a protected characteristic.

03. ORR is also subject to specific duties which are imposed by secondary legislation in the form of the Equality Act 2010 (Specific Duties) Regulations 2011. Those specific duties include the need to publish sufficient information to demonstrate its compliance with the general equality duty across its functions. The information provided must include: a. Information on the effect that its policies and practices have had on people who share a relevant protected characteristic, to demonstrate the extent to which it furthers the aims of the general equality duty for its employees and for persons affected by its policies and practices; b. A statement of one or more objectives it thinks it should achieve in order to comply with the public sector equality duty. ORR’s equality information

04. ORR has a total of 283 staff. In order to avoid identifying particular individuals, the data is only shown for groups of more than 10 staff. This has been indicated in the data.

05. Our equality data has been taken from ORR’s HR database (as at 31 December 2014).

06. ORR has analysed the distribution of its workforce, as far as it is able to, in terms of the protected characteristics (age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership). This has been broken down by grade. This data shows that the majority of staff are male (63%), most staff are white (66%) and 5% of staff have a reported disability. This data is largely similar to the data in January 2014. The data can be found in Annex 1.

07. ORR has analysed the numbers of part-time and full-time staff at each level of the organisation. The majority of part-time staff are women at each grade. This data can be found in Annex 2.

08. An analysis of pay for male and female staff has been undertaken to assess whether there is a gender pay gap. This has been broken down by grade. ORR endeavours to ensure that our pay system is fair and equitable. The data can be found in Annex 3.

09. ORR does not currently have any reported transsexual staff in employment. As part of our Equality and diversity policy, we aim to recruit as diverse a workforce as possible, and would welcome applications from anybody.

10. There are a number of areas that we are unable to report on because the numbers are too few (10 people or less). These areas are pregnancy and maternity, dismissals and grievances, and recruitment.

11. We are committed to publishing our equality information on an annual basis. Annex 1

% distribution of ORR’s workforce by protected characteristic and grade (as at 31 December 2014)

| Protected SCS \*\* | A | B | C | D | E | F | G | Overall | |------------------|---|---|---|---|---|---|---|---------| | Gender | | | | | | | | | | Male | 72%| 55%| 78%| 75%| 58%| 48%| \*\*\*| 55% | 63% | | Female | \*\*\*| 45%| \*\*\*| 25%| 42%| 52%| 69%| \*\*\* | 37% | | Race/ethnicity | | | | | | | | | | White | 94%| 82%| 84%| 67%| 61%| 61%| 38%| 50% | 66% | | Mixed | 0% | 0% | \*\*\*| 0% | \*\*\*| 0% | 0% | 0% | 4% | | Asian or Asian British | 0% | 0% | 0% | \*\*\*| 0% | \*\*\*| 0% | 0% | 8% | | Black or Black British | 0% | 0% | 0% | \*\*\*| 0% | \*\*\*| 0% | 0% | 6% | | Other ethnic group | \*\*\*| 0% | 0% | \*\*\*| 0% | \*\*\*| 0% | 0% | \*\*\* | | Undeclared | 0% | \*\*\*| 18%| \*\*\*| \*\*\*| \*\*\*| \*\*\*| 14% | | | Disability | | | | | | | | | | Reported disability | 0% | \*\*\*| \*\*\*| \*\*\*| \*\*\*| \*\*\*| \*\*\*| 5% | | | No reported disability | 100%| 91%| 94%| 92%| 89%| 90%| 93%| 80% | 92% | | Undeclared | 0% | \*\*\*| \*\*\*| 0% | \*\*\*| \*\*\*| \*\*\*| 4% | | | Age | | | | | | | | | | 19 and below | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | | 20-29 | 0% | \*\*\*| \*\*\*| \*\*\*| \*\*\*| 35%| \*\*\*| 14% | | | 30-39 | \*\*\*| \*\*\*| \*\*\*| 19%| 37%| 35%| \*\*\*| 24% | | | 40-49 | \*\*\*| \*\*\*| \*\*\*| 22%| 26%| \*\*\*| \*\*\*| 23% | | | 50-59 | \*\*\*| \*\*\*| 38%| 45%| \*\*\*| \*\*\*| \*\*\*| 33% | | | 60+ | \*\*\*| 0% | \*\*\*| \*\*\*| \*\*\*| 0% | \*\*\*| 6% | | | Religion or belief| | | | | | | | | | No religion | \*\*\*| \*\*\*| \*\*\*| 16%| 29%| \*\*\*| \*\*\*| 14% | | | Christian | \*\*\*| \*\*\*| 34%| 31%| \*\*\*| \*\*\*| \*\*\*| 23% | | | Buddhist | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | \*\*\* | | Hindu | 0% | 0% | 0% | \*\*\*| 0% | 0% | 0% | 0% | \*\*\* | | Jewish | \*\*\*| 0% | 0% | 0% | 0% | 0% | 0% | 0% | \*\*\* | | Muslim | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | \*\*\* | | Sikh | 0% | 0% | 0% | \*\*\*| 0% | 0% | 0% | 0% | \*\*\* | | Other | 0% | 0% | 0% | \*\*\*| 0% | 0% | 0% | 0% | \*\*\* | | Undeclared | 72%| 77%| 53%| 49%| 61%| 61%| 69%| 55% | 59% | | Sexual orientation| | | | | | | | | | Heterosexual | \*\*\*| \*\*\*| \*\*\*| 15%| \*\*\*| \*\*\*| \*\*\*| 19% | | | Gay or lesbian | 0% | \*\*\*| \*\*\*| \*\*\*| \*\*\*| 0% | 0% | 0% | \*\*\* | | Bisexual | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | | Other | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | 0% | | Undeclared | 72%| 73%| 91%| 84%| 76%| 74%| 76%| 70% | 79% | | Marriage and civilpartnership | | | | | | | | | | Married | 67%| 82%| 59%| 63%| 39%| 35%| \*\*\*| 52% | | | Single | \*\*\*| \*\*\*| \*\*\*| 24%| 39%| 45%| 48%| 65% | 31% | | Divorced | \*\*\*| 0% | \*\*\*| \*\*\*| \*\*\*| \*\*\*| \*\*\*| 0% | | | Widowed | 0% | \*\*\*| 0% | 0% | 0% | 0% | 0% | 0% | \*\*\* | | Civil partnership| 0% | 0% | 0% | \*\*\*| 0% | 0% | 0% | 0% | \*\*\* | | Partner | 0% | \*\*\*| 0% | \*\*\*| 0% | 0% | 0% | 0% | \*\*\* | | Undeclared | \*\*\*| \*\*\*| \*\*\*| \*\*\*| \*\*\*| \*\*\*| \*\*\*| 10% | |

\*\*Senior Civil Servant - this represents the most senior level of the organisation and grade G is at the least senior level of the organisation.

\*\*\*In order to avoid identifying particular individuals, the data can only be shown for more than 10 people. Annex 2

% distribution of ORR’s workforce by gender, working pattern and grade (as at 31 December 2014)

| Protected characteristics | SCS | A | B | C | D | E | F | G | Overall | |----------------------------|-----|-----|-----|-----|-----|-----|-----|-----|---------| | Male | | | | | | | | | | | Full-time | 92% | 92% | 92% | 93% | 91% | 100%| \*\*\* | 100%| 94% | | Part-time | \*\*\* | \*\*\* | \*\*\* | \*\*\* | \*\*\* | 0% | 0% | 0% | 6% | | Female | | | | | | | | | | | Full-time | \*\*\* | \*\*\* | \*\*\* | 70% | 88% | 88% | 75% | \*\*\* | 78% | | Part-time | \*\*\* | \*\*\* | \*\*\* | \*\*\* | \*\*\* | \*\*\* | \*\*\* | 0% | 22% |

### Median

| Grade | Male | Female | % difference of female compared | |-------|--------|---------|---------------------------------| | A | £70,403| £66,250 | -5.90% | | B | £63,845| £62,088 | -2.75% | | C | £57,727| £52,416 | -9.20% | | D | £43,491| £41,453 | -4.69% | | E | £32,640| £31,457 | -3.62% | | F | £28,544| £30,272 | 6.05% | | G | £24,156| £21,960 | -9.09% |

### Mean

| Grade | Male | Female | % difference of female compared | |-------|--------|---------|---------------------------------| | A | £70,541| £68,720 | -2.58% | | B | £62,988| £62,089 | -1.43% | | C | £56,621| £53,441 | -5.62% | | D | £42,634| £42,349 | -0.67% | | E | £33,042| £32,780 | -0.79% | | F | £28,548| £29,657 | 3.89% | | G | £23,259| £22,380 | -3.78% |